428ProcJust

428ProcJust - • Selection and promotions • Performance...

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Procedural Justice Distributive Justice = employees perceive the fairness of the outcome of a decision (e.g., Was it fair that I didn’t get the promotion?). Procedural Justice = employees perceive the fairness of the process used to make the decision (e.g., Was the manner in which they decided who would be laid off fair?).
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Does Procedural Justice Matter? Yes, even for those who have negative outcomes. Examples: Acceptance of negative decisions Acceptance of new rules Reduced anger feelings Fewer complaints and grievances Job choice, acceptance, and referral Increased job Performance Reduced employee turnover, absenteeism, and theft
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For Which HR Practices Does Procedural Justice Matter?
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Unformatted text preview: • Selection and promotions • Performance evaluation • Compensation • Grievances • Layoffs • Discipline • Other Procedural Justice Rules (How to create PJ) • Give advance notice • Use unbiased and multiple decision makers • Consistently apply standards/procedures • Get employee input • Give explanations for decisions • Provide an opportunity to appeal or reconsideration Procedural Justice Rules (How to create PJ) • Ensure job relatedness of criteria • Give everyone the same opportunity to perform, participate, improve, etc. • Give considerate interpersonal treatment • Provide feedback • Behavior (not trait) based • Information/communicate...
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This note was uploaded on 12/04/2009 for the course OBHR 428 taught by Professor Campion during the Spring '09 term at Purdue.

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428ProcJust - • Selection and promotions • Performance...

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